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A comprehensive view on occupational health and safety as a part of responsible rewarding

100%
Klimkiewicz K., Beck-Krala E.
Prace Naukowe Uniwersytetu Ekonomicznego we Wrocławiu
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2017
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issue 464
69-79
EN
The concept of Corporate Social Responsibility (CSR) has a tremendous impact on the Human Capital Management, which is manifested in new trends in rewarding, such as responsible rewarding or total rewards approach. These approaches based on the assumptions of Corporate Social Responsibility promote the need for a holistic view on a human and therefore emphasize the working environment as an important aspect of the comprehensive employee rewarding policy within an organization. The aim of this paper is thus to raise awareness of the role that a supportive working environment and occupational health and safety (OSH) in particular play today in the effective and responsible employee management. The authors show an integrated view of OSH as a part of employee responsible rewarding. In this context, responsible rewarding takes into account the important issue of healthy and safe working conditions. This broad perception of employee rewarding allows the creation of a supportive work environment and strengthens the safety culture within the organization.
2
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Reward Programs Supporting Environmental Organizational Policy

75%
Beck-Krala E., Klimkiewicz K.
Zarządzanie Zasobami Ludzkimi
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2017
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issue 6(119) - Green Human Resource Management [Zielone Zarządzanie Zasobami Ludzkimi]
41-54
EN
Employers increasingly take steps to create sustainable development through appropriate human resource practices and tools. This is called Green Human Resource Management (Green HRM). Practices that create sustainability are used in all functional areas of Human Resource Management (HRM). However, employee rewarding is crucial, as it supports the pro–ecological behaviors of employees. Despite the essential nature of this issue, few Polish publications explore it. The aim of this article is to draw attention to the need of creating sustainable reward systems for employees as well as to define the sustainable rewards. Here, systematization of the concept of sustainable rewards and the classification of motivational programs supporting pro–ecological activities are carried out on the basis of topical literature. Good examples from management practice in this area are also indicated.
PL
Pracodawcy coraz częściej podejmują działania zmierzające do kreowania zrównoważonego rozwoju poprzez odpowiednie praktyki i narzędzia w obszarze zarządzania ludźmi, nazywane Green Human Resources Management (Renwick i wsp., 2012). Praktyki kreujące zrównoważony rozwój stosowane są we wszystkich obszarach funkcjonalnych zarządzania ludźmi, jednak kluczową rolę odgrywa tu motywowanie i wynagradzanie pracowników, ponieważ wspiera proekologiczne zachowania pracowników. Mimo istotności zagadnienia niewiele polskich publikacji porusza tę problematykę. Celem artykułu jest omówienie potrzeby kreowania zrównoważonych systemów wynagradzania pracowników oraz próba zdefiniowania zrównoważonego wynagradzania. Na bazie literatury przedmiotu przeprowadzono systematyzację pojęcia zrównoważonego wynagradzania oraz klasyfikację występujących w praktyce programów motywacyjnych, wspierających działania proekologiczne. Wskazano również dobre praktyki stosowane w praktyce zarządzania w tym obszarze.
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